Abstract

We examined the extent to which managerial status moderated the relationship between work-family conflict and turnover intention among employees in the Ghanaian banking sector. Predictive correlational design was used. One hundred and twenty-one (n=121) participants were sampled conveniently for the study. Reliable questionnaires were adopted for the study. All the scales were confirmed reliable following pilot study. Moderated hierarchical regressions analysis was performed to test the hypothesis in the study. Pearson correlation test was performed to satisfy the assumption underlying the use of moderation test. We also centred the moderator and independent variables to reduce the effect of multicollinearity. The analyses showed that work-family conflict significantly and positively predicted employee’s intention to leave their current organization. It was also observed that, managerial status significantly moderated the predictive relationship between work-family conflict and turnover intentions. The findings have significant implications on role and spill over theories of work-family conflict as well as on the management of organizations in contemporary times. The implications and limitations of the findings have been discussed